DBM Final
DBM Final
DBM Final
N Ranasinghe
Unit/Modules Marketing / Management / HRM / Communication
Lecturer/ Tutor
Students
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Task
LO.1.1
01
LO.1.2
LO.1.3
LO.2.1
LO.2.2
Task
LO.2.3
02
LO.2.4
LO.2.5
Task
04 LO.4.1
Overall Grade
Acknowledgement
I would like to thank all who acted as a guidance for me to make this assignment a success.
Especially I would like to thank my dear lecturer Mr. Anuruddika rathnamalala who was always
prepared to help me when I needed.
Also my family who was always behind me and enlighten me to work hard and reach the path of
success. Also my fellow colleagues who always interact with me and helped me throughout the
project.
And also special thanks for the other lecturers at ICBT Kurunegala ,the academic and non-
academic as well as everyone who helped me directly and indirectly for the success of this report
Executive summery
The first task is to test the manager's knowledge. Note the variation and explanation of the variable.
Henry Mintzburg management functions and capabilities are expected to manage his contributions
and summarize his findings. It is expected to look at what happens in the most profitable company
using such terms
The second job is to get an idea of marketing. . Marketing concept, 7Ps, PESTEL, and market
planning process are of the utmost care to get a glimpse of marketing. It is also expected to explain
further in this context.
The third task is to search for facts about human resources management. Recruitment and selection
and elaborate the recruitment process, as well as the relationship between pay and motivation.
By completing these three tasks, we will look at the basics of management, marketing and human
resources management in real life as well as how to build a business in real life.
Contents
Introduction ..................................................................................................................................... 8
2.3.3. Place............................................................................................................................. 22
1.1.1. Planning
Planning is determination of courses of action to achieve desired goals. Thus, planning is a
systematic thinking about ways & means for accomplishment of pre-determined goals. Design
measures to achieve desired objectives. Therefore, it is planning a formal view of methods and
methods to achieve pre-defined objectives. It is necessary to plan for the proper utilization of
human and non-human resources. It spreads. It is an intellectual process and helps to avoid
confusion, uncertainty, risk and wastage.
1.1.2. Organizing
Organizing a business is to integrate physical, financial and human resources and develop an
effective relationship between them to achieve organizational goals. According to Henry Fayol,
"organizing a business is whether it is useful or it’s functional i.e. raw materials, tools, capital, and
staff." Linking human rights and human resources with the organization structure to organize a
business. Organizing as a process
Identification of activities.
Classification of grouping of activities.
Assignment of duties.
Delegation of authority and creation of responsibility.
Coordinating authority and responsibility relationships
1.1.4. Directing
The management role that organizational arrangements play in order to efficiently handle
organizational tasks. Planning, organizing and staffing is simply preparing to work, which is
considered a life-threatening business venture. Guidance is an inert-sector of people's personality
that is responsible for directing, supervising, advising, and directly involved in the management of
organizational objectives.
Supervision- implies overseeing the work of subordinates by their superiors. It is the act of
watching & directing work & workers.
Motivation- means inspiring, stimulating or encouraging the sub-ordinates with zeal to
work. Positive, negative, monetary, non-monetary incentives may be used for this purpose.
Leadership- may be defined as a process by which manager guides and influences the work
of subordinates in desired direction.
Communications- is the process of passing information, experience, opinion etc. from one
person to another. It is a bridge of understanding.
Interpersonal contact
Information processing
Decision making
Interpersonal contact concerns the contact between the manager and the people in his environment.
For example, other managers, board of directors, labor council, customers and suppliers.
The following Mintzberg Managerial Roles are primarily concerned with interpersonal contact:
a. Figurehead
A manager's head or organization is expected to perform either ceremonial and / or symbolic
duties. The manager is formally represented internally and externally in all matters. He is a
networking company, but he also serves as an example. He participates in his celebrations, he
holds business banquets and receptions.
b. Leader
His main function is to motivate and develop the staff and create a positive work environment. He
trains and encourages employees, visits them, evaluates them, and provides educational and
training courses.
c. Liason
A manager acts as a mediator. In addition, he develops an external network. He has external links
as a network and collects the right parties. Ultimately this will make a positive contribution to the
organization
Information processing
According to Henry Mintzberg, the role of management includes information, and analysis. Link
pins managers; it is expected to manage their counterparts and information and exchange
information with their co-directors and the board of directors. Furthermore, managers have a
responsibility to filter and transmit information that is important to the two groups. The following
Mintzberg Managerial Roles fall under process information:
e. Disseminator
As a disseminator, the manager will send his verification information and his followers and others
in the organization. This may be information internally or externally.
f. Spokesman
As the company's spokesman, the company represents the company and communicates to the
outside world business policies, performance and other relevant information for outsiders
Decision making
Managers for making decisions are responsible and can be changed at different levels. Leadership
style is important when making a decision. A monopoly leader is soon tentatively determined to
make independent decisions than a democratic leader.
g. Entrepreneur
As an entrepreneur, the manager designs and initiates changes and strategies.
h. Disturbance handler
In a managerial role as a disruptive behavior, the manager always responds to unexpected events
and operational breakdowns. He aims to helpful solutions. Problems may be internal or external
conflicts. For example conflict conditions or the lack of raw materials.
i. Resource allocator
In the role of his resource distributor, the manager controls and organizes the use of organizational
resources. He gives money, employees, authorizations, machines, materials and other resources. It
organizes all the activities and organizes,
1.2.2. Skills
According to Henri Mintzberg, the success of a single manager's skills organization is not always
successful. It is based on protocols for efficient managers. In addition, they used the leadership
functions independently and knew how to use the right role in the right situation. Mintzberg
management roles are easier to understand than the nature of their work. The aim of Mintzberg
was to observe and analyze the behavior of the management. By studying the Mintzberg
Management Role, field managers can develop their skills and find out how to develop the correct
skills.
Directing subordinates
Attending meetings as a Liason
Representing the organization
Transmitting information
Analyzing information
Allocation of resources
Negotiating resources
Problem solving
Developing new ideas
Promoting the interests of the organization
In practice, the role of some management is greater than others. In addition to the custom, this
involves the involvement of an organization's manager, the content of the group, the size of the
organization and the size of the organization.
The local company has made a special brand by exporting the best products for the entire country
and exporting them. The company is engaged in humanitarian work. It provides good health
around the world and helps Nestle to improve the quality of life by providing the best nutritional
materials.
Sri Lanka's Nestle Company started trading in milk and baby food in 1906. Nestle Sri Lanka has
won the hearts of the Sri Lankan people by providing products such as Nestomalt, Milo, Nespray
and other products such as Biscuits such, Kithakada and Chocolates.
Nestle offers more than 1200 direct jobs. More than 23,000 people who work in fields such as
farmers, distributors and sellers have a positive impact on the industry.
People are a source of nutrition and satisfaction, but the people understand the happiness, health,
happiness and peace of mind. Their choice of food and drink can affect the quality of their lives
and other people's lives. Since its inception, the heart of their company has been modernized. Since
Henry Nestle discovered Fynn Lactease to reduce infant mortality, they are committed to
improving customer’s life styles.
1. Production Concept,
2. Product Concept,
3. Selling Concept,
4. Marketing Concept,
5. Societal Marketing Concept.
For example, suppose a company makes the best quality Floppy disk. But a customer does
really need a floppy disk? She or he needs something that can be used to store the data. It can
be achieved by a USB Flash drive, SD memory cards, portable hard disks, and etc. So that
company should not look to make the best floppy disk. They should focus to meet the
customer’s data storage needs.
2.3.1. Product
A product is something which satisfies the needs and wants of the customer. It is the actual item
which is held for sale in the market. Product mix constitutes the combination of all the services for
sale in the market. For example, the product mix of a saloon will be the combination haircut
service, manicure and pedicure service, facial, shaving etc. The life cycle of services is same as
that of a product as it starts from the day it was first thought until the time it is finally removed
from the market
2.3.2. Price
The amount to be paid by the customer for the product. But unlike commodity prices, the cost of
the product is a bit different and a bit difficult. The actual cost of the goods used for a service, the
cost of labor and profit. Just like goods, businesses can decide from one of these practices for
pricing
2.3.3. Place
Place mix is deciding where and how the services will be available to the customers at the right
time and at the right place to result in maximum advantage to the business. Unlike goods, services
cannot be separated from its provider and are provided where its provider is. But the same services
can be performed by different providers. (E.g. different franchise of the same saloon provide same
services).
2.3.5. People
This is an extremely important part of the supplier's marketing mix. When the provider is
provided, it is not specific to the supplier or the woman providing it. When dining at a restaurant,
if you meet a rough waiter, it is considered a dangerous service for the whole trip. In order to fill
in their workload, many businesses are investing in the correct way to identify the person so it is
an attempt to find or advise people accordingly to this definition.
2.3.6. Process
Delivering your service is usually done with the customer, and the way in which the service is
provided is part of the payment that is once again paid by the customer. Due to the need for stability
in service delivery and standardization, the technical concerns about the exercise should be taken
into consideration. An airline service provider needs a simple definition. This basic principle is to
provide a similar respite service to any customer any day. In this process, the locations should be
able to allocate space for customers to select a specific experience.
Today, the world places more emphasis on creating a clean environment. Nestlé needs to look at
these rules in order to produce healthy food that is environmentally friendly. Several countries
have devised a number of rules to increase the acceptability of goods under several targets. Nestle
has also taken note of the social contribution. Other related issues are recycling related issues.
Often, you can analyze SWOT for organizing and evaluating your business drivers. Within this
framework, the company or categories of practical activities are categorized as observations,
strengths, weaknesses, opportunities or threats. In reality, you need to do everything you can to
root your planning process. It is obvious but many companies spend little time on their SWOT
analysis on private beliefs and insecure experiences. There is a better way. Start conducting
regular, systematic research into your marketplace. Firms that do this kind of research at least once
a year grow faster and are more profitable.
For example, you may realize that your clients value you as a trusted advisor. What you may miss,
however, is that almost no potential client goes looking for a trusted advisor. Instead, they are
almost always looking for someone to solve a specific business problem
If you understand the main difference and build your marketing plan - you will win more new
customers, and then become their trusted tutor. Always remember to position your competitor as
your trusted adviser. Things have turned back
This starts with identifying what makes you different. These are called your differentiators, and
they must pass three tests. Each must be:
True— you can’t just make it up. You must be able to deliver upon your promise every
day.
Provable— Even if it is true, you must be able to prove it to a skeptical prospect.
Relevant— if it is not important to a prospect during the firm selection process it will not
help you win the new client.
f. Identify the new tools, skills and infrastructure you will need.
New craftsmanship equipment and infrastructure require new technologies. You need to modify
those who do not add or update updates. Here are some of the most common tools.
Website - Modern marketing begins with your website. If you want a new website, it will be
sufficient to create your current message or function.
Marketing Automation - Software makes it easy and easy to automate your marketing
infrastructure. Of course, marketing automation tools and competing gestures are essential to
building marketing.
Search Engine Optimization (SEO) - Online marketing has taken place. Today, all content
marketing companies need a deep understanding of SEO fundamentals - basic word research and
optimization of the site
Social media - You need to add or improve social media models in your company. Do not forget
to update your subjects' profiles
Video - Common methods for using videos include hard-guided reviews, practical reviews, case
reports, blog posts, and educational presentations. If there is a limited time for developing content
in your subject field, a video will be an effective way to use the time.
E-mail - You will need a strong email service to help identify your reader's interactions and
manage your listings - it can even be set up in your CRM or in the marketing automated software.
Also decide if you want your email templates and want to stop them again.
03. Task 03
3.1. Human resource management
Human Resources Management (HRM) is the recruitment, hiring, deployment and management
of employees. HRM is often referred to as human resources. The Human Resources Department
of a company or company is generally responsible for formulating, implementing and managing
employee and employee relations. HRM is the management of employees emphasizing those
employees as the business assets. In this context, employees are sometimes called human capital.
In other business assets, the goal is to effectively use employees, reduce risk, and maximize return
on investment. Human Resources Capital Management (HCM) The use of modern human
technology is more widely used in HRM. It has been expanded by large and medium sized
companies and other agencies to manage many human resources functions
3.2.2. Selection
Candidates will be accepted through a recruitment system through a selection process, without
having to confine themselves to interviewing, investigating investigations and examining the
candidate or applicants. Determining and reasonably surely, a satisfactory man or woman or person
is assigned to work or the use of an efficient, fair and justified assessment activity.
1. Budget constraints
2. Expected or trend of employee separations
3. Production levels
4. Sales increases or decreases
5. Global expansion plans
When the project data is collected and analyzed, human resource professionals can be found on
the shortcomings and begin to enroll people with accurate skills, education and backgrounds. This
section will discuss these steps in human resource planning.
Refer to a staffing plan. This is discussed in Chapter 2 “Developing and Implementing Strategic
HRM Plans”.
Then the best recruitment strategy for the type of situation is determined. For example, it is possible
to hire a head-hunt for a high-level executive post. Affordable advertising on social networking
sites can be the best strategy for entry level status. Many institutions will use different methods to
get the best institutions. Another concern is how the recruitment process can be managed under
restrictive conditions, such as short-term or short-term applications. In addition, applications will
be saved after establishing the protocol and how to process documents. For example, some HRM
professionals can use software like Microsoft Excel. After completing these tasks, you can expect
to interview (interview with a selection process). Before doing this, it's important to get the
information needed to hire correct people. It includes job analysis and job descriptions.
They want to be paid commensurate with the quality of their job performance. It requires a
carefully constructed pay programmer, commitment from supervisors, and well-designed
communication to employees about their pay.
2. They feel they are not adequately paid compared to those performing similar work in other
organizations. They also believe their pay is below the level of their job performance.
3. Employees often perceive there are poor performers in the organization who are earning as much
as they earn.
4. Supervisors do not differentiate between poor, average and above average performers. They
take the simple way out and give everyone the same pay increase each year.
5. Employees feel that tying pay to performance is important to them particularly in unionized
organizations where the union has negotiated contracts that require their employer to relate pay
increases to years of service rather than performance. Pay-for-performance are compensation plans
where employees are paid on the basis of their performance
Bizfluent. (2018). Internal & External Factors That Influence Employee Behavior.
[online] Available at: https://bizfluent.com/list-6741291-internal-factors-influence-
employee-behavior.html [Accessed 30 Jun. 2018].